The Moderating Role of Work Engagement in the Relationship of Attention Deficit Hyperactivity Disorder with Employees' Outcomes.

The present study states that work engagement acts as a moderator in the relationship between employees' attention deficit hyperactivity disorder and employees' outcomes in a way that this negative relationship will be weak when work engagement is high. According to this study, ADHD has a negative impact on employees' outcomes i.e., in-role performance, organizational citizenship behavior, and job satisfaction. Work engagement is proposed to be a moderating variable that weakens the negative relationship between ADHD and the proposed employees' outcomes. Primary data has been collected to conduct the study. The population of the study comprises employees from a few public and private institutes of Islamabad, Rawalpindi, and Wah-Cantt (cities of Pakistan), while different banking, manufacturing, education, and service sectors (office work) have been covered. 259 questionnaires out of 300 have been collected due to non-response issues. The variables of the study i.e., employees' ADHD, work engagement, in-role performance, organizational citizenship behavior, and job satisfaction have been measured through a selfreport questionnaire. ADHD has been measured by an 18-item adult ADHD self-report scale (ASRS-v1.1) symptom checklist. The data has been analyzed through regression and moderation analyses. The study has been supported by, validates, and stresses the attentional control theory. The study states that ACT helps explain the workplace behavior of people whose capacity to control attention might be affected due to anxiety, ADHD, or certain other impairments. ACT states that people with a deficiency of attentional control (e.g., because of ADHD) exhibit lower performance as compared to employees who do not have this problem. The results of this study support and strengthen the given concepts associated with the attentional control theory. Each one of the nine hypotheses of the study has been supported. The study concluded in the realization that when work engagement of employees with attention deficit hyperactivity disorder increases by providing them with certain additional resources, it weakens the negative relationship between employees' attention deficit hyperactivity disorder and employees' outcomes. [ABSTRACT FROM AUTHOR]